Performance Management System

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Performance Management System

Best Practices has developed an integrated system for linking and measuring strategic and individual performance based on international practices and in line with government directions and international practices with regard to aspects of managing and evaluating institutional and functional performance.

What is a Performance Management System ?

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How does a Performance Management System work ?

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The main functions of the system

Strategic Performance Management

planning, reviewing, and evaluating strategic and operational performance.

Performance Appraisal (Individual Performance)

planning, reviewing, and evaluating employee’s performance.

System technical and operational contents

The system technically consists of the following components

l

Setup

Where you can implement all the needed data, the setup consists of The Foundation, Sections, Positions/job titles, Employees, and Job Competencies.

The Performance Planning

Where the strategic goals and key indicators will be implemented for the organization, and each initiative and process will be related to each strategic goal. And It consists of two main sections: Strategic planning and Planning for performance appraisal (Individual).

The Performance Review and Evaluation

Where the relationship between the employees will be clarified and it includes both sides of objective planning and job competency planning, including the individual objectives and their relationship to the initiatives of the organization. And It consists of two Review and evaluation sections: The strategic and operational performance and The Individual Performance Appraisal.

learning and development plan (IDP)

Where a learning and development plan is prepared for each employee in the planning, review and evaluation stages that includes the main areas of development and is automatically sent to the Training Department to rely on in preparing the training needs study and approving the annual training and development plans.

Setup

Within the list of settings and their sub-elements and in accordance with the privacy of the work and policies of each institution, all the main data that will be employed in the evaluation activities of the system is entered, and import of that data can be imported and read from any electronic systems used in the institutions or from statements prepared for this purpose.

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The settings consist of the following elements:

  1. The Foundation.
  2. Sections.
  3. Positions / job titles.
  4. Employees.
  5. Job Competencies.

The Performance Planning

2/1 Strategic planning:

It consists of:

 

1. Planning strategic goals:
 Where the strategic goals, key indicators and the organization’s relative weights are listed and can be classified according to the balanced scorecard (BSC) both at the level of goals or at the level of key performance indicators (KPIs).
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2. Operational planning (initiatives, operations / services):

Where all the initiatives and processes / services related to each strategic goal and every organizational unit approved in the structure are included and include details of the initiatives, their indicators, measurement periods … etc.

 

3. Project Planner:

It clarifies the relationship between objectives, projects, organizational units, relative weights and estimated budgets.

 

2/2 Planning for performance appraisal (Individual):

It includes:

 

1. Career Structure:

Within each organizational unit, which clarifies the relationship between the employee, the direct superiors (Line Manager) and the reviewed managers.

 

2. Individual performance plan:

It includes both sides of objective planning and job competency planning, including the individual objectives and its relationship to the initiatives of the organizational unit in which the employee works and the job tasks of his job.

The Performance Review and Evaluation

3/1 Review and evaluation of strategic and operational performance:

Where the performance indicators for each initiative and process / service are reviewed in every quarter of the year according to the measurement requirements approved for each operational initiative and the cumulative measurement at the end of the year to match the actual performance with the specified targets.

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It includes the results of the strategic and operational performance of the organization as a whole and each strategic goal and of each organizational unit and its impact on the overall strategic performance of the institution.

 

3/2 Review and evaluate Individual Performance Appraisal:

Where the performance plan (Objectives / competencies) for each employee is reviewed in every quarter of the year / or half a year (according to the accredited institution) according to a guide to the authorities that is consistent with the institution’s human resources policies and the government’s performance management system and the time periods for measurement, review, and evaluation. Automatic performance of job results is enhanced with evidence and relevant evidence.

learning and development plan (IDP)

Where a learning and development plan is prepared for each employee in the planning, review and evaluation stages that includes the main areas of development and is automatically sent to the Training Department to rely on in preparing the training needs study and approving the annual training and development plans.

System Language

Performance Management System is a multi-language system as it provides Arabic language and English language.

User Guide

get more extra details about the Performance Management System

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